Head of Talent

What You'll Do

Build the recruiting engine

You will build the system that enables Rainmaker to hire exceptional people consistently, from sourcing and structured interview loops to closing playbooks and the weekly operating review that keeps every search tied to company priorities. The goal is to make hiring fast, predictable, and disciplined as the company grows, so that quality is the reliable output of a system rather than the product of heroics.

Reach the people who clear the bar

You will own sourcing strategy and proactive pipeline-building for every critical role, because the people who meet Rainmaker's standard aren’t always the ones applying. Reaching them takes structured target mapping, sharp outreach, and the judgment to tell who is genuinely exceptional.

Run a rigorous, evidence-based hiring process

You will design interview loops in which every interviewer owns a clear signal, require approved scorecards before sourcing begins, and run calibrated debriefs and disciplined closes that win the candidates who matter. Decisions at Rainmaker rest on evidence rather than impressions.

Own the candidate experience

You will own how every candidate experiences Rainmaker, from first contact through signed offer, because that experience is one of the clearest expressions of who we are. Even the people we choose not to hire should leave with respect for the company and the seriousness of its work.

Protect Rainmaker's bar and culture

You will be the steward of hiring quality across every search, defining what great looks like for each role and holding that line against pressure for speed, convenience, or headcount. Hiring is where Rainmaker's culture is reinforced or eroded, and your most important job is to grow the company without ever lowering the standard that makes it exceptional.

Required Qualifications

• 5+ years of experience leading recruiting or talent acquisition in a high-growth company, with a track record of building a recruiting function, including its process, systems, and standards, rather than carrying requisitions inside someone else's.

• Demonstrated ability to hire hard-to-find talent in competitive markets across multiple domains, including engineering and hardware, science and research, operations, and senior leadership.

• Deep fluency in structured, evidence-based hiring, including scorecards, signal-owned interview loops, and calibrated debriefs, with the conviction to hold the standard under pressure for speed or convenience.

• Strong sourcing and closing instincts, including proactive pipeline-building for roles where the best candidates are not actively looking, and a real feel for reading and managing offer risk.

• Exceptional communication, judgment, and follow-through, with the ability to operate from data and earn trust across technical, scientific, operational, and executive teams while building structure without unnecessary bureaucracy.

Preferred Qualifications

• Experience recruiting for technical, scientific, aerospace, robotics, aviation, or similarly complex multidisciplinary organizations.

• Experience standing up or substantially rebuilding a recruiting function, especially in an early-stage or founder-led environment moving into a more structured operating company.

• Experience designing and running interview systems and interviewer calibration at scale, not just managing individual searches.

• Working knowledge of recruiting analytics and tooling, including ATS, sourcing platforms, funnel and source-quality reporting, and quality-of-hire measurement.

• Experience partnering with People, Finance, and hiring managers to connect hiring plans to workforce planning, compensation, onboarding, and manager readiness.